By 2025, Gen Z is expected to constitute a quarter of the Asia-Pacific (APAC) population, marking a significant shift in the global workforce dynamic. As this generation rises to prominence in the professional world, understanding their motivations, work habits, and underlying drivers becomes more critical than ever.
Our recent data indicates that the economic uncertainty and slowed hiring rates over the past few years have disproportionately affected these early career professionals. We are seeing young professionals gravitate towards more stable sectors such as Government Administration, Education, and Utilities, likely because they are now more cautious. For instance, in Singapore, we’ve observed a 39.9% increase in the hiring of early career professionals within Government Administration. Similarly, the utility sector has seen a 59.5% growth in India and a 27.1% growth in Australia, while Indonesia’s Consumer Services sector has experienced a 17.4% rise in hiring early career professionals.
Given these trends, a pertinent question arises: How can companies outside these traditionally stable sectors attract and retain today’s young jobseekers?
#1: Foster a growth mindset
Skill acquisition has become the new benchmark for professional success in today’s work environment, and Gen Z is taking this to heart.
They are dedicating more time growing their skills, with 36% of both Gen Z and Millennial workers expressing a strong interest in learning AI skills, compared to 28% among other generations. To overcome challenges such as time constraints and burnout, Gen Z is embracing a strategy known as ‘Loud Learning’ — openly discussing and actively pursuing their learning goals within the workplace. In the APAC region, 67% of Gen Z professionals believe that this proactive approach is essential for finding time to upskill. Additionally, they are reassessing the importance of traditional education, with 58% of Gen Zers in APAC agreeing that a degree is less critical for securing a job today than it was 30 years ago.
While more young professionals are choosing larger companies, our data also shows an interesting tendency for early career professionals to join smaller companies. For example, in Singapore, 34.3% of young professionals are choosing to join companies with over 10,000 employees, while nearly the same share (27.4%) of young professionals are choosing to join companies with less than 200 employees. This trend is likely driven by the unique advantages these environments offer, such as a more intimate work setting, greater responsibility, higher visibility, and opportunities for rapid professional development.
To nurture the growth of your young team, offer dynamic learning programs and encourage diverse career experiences through internal mobility, stretch projects and mentoring experiences, thereby fostering both their professional and personal development on the job.
#2: Cultivate a purpose-driven culture
There has been a clear shift among Gen Z in APAC, with a large majority saying it’s more crucial to work for companies that demonstrate a commitment to the culture and values they support and believe in compared to 20 years ago. In fact, 76% feel that working for a company or organisation that aligns with their own principles is important to them even during times of economic uncertainty. Companies that align with their culture and values hold more sway than ever before. Job postings emphasising culture, flexibility, and wellbeing are getting more attention and applications.
To retain Gen Z employees, it’s crucial to create an inclusive environment where they can actively engage in causes they care about. Recognising and integrating their values into the workplace fosters a sense of belonging and commitment among this generation. For example, at LinkedIn, we have various Employee Resource Groups that bring together over 5,000 LinkedIn teammates across the globe for causes that are close to their hearts, in the spirit of eliminating bias and championing diversity. These groups build and strengthen various communities within the company.
#3: Create a meaningful and impactful workplace
Our data indicates that Gen Z strives to work for organisations that empower them to make a meaningful impact, allowing them to be part of something larger than themselves. Indeed, 44% of Gen Z workers report finding it difficult to commit to roles that don’t enable them to positively contribute to society, compared to 37% of Millennials.
To demonstrate your commitment to empowering Gen Z employees, actively listen to their perspectives and incorporate their feedback into decision-making processes. Provide opportunities for them to take ownership of their work and see the direct impact of their contributions, helping them understand how they fit into the bigger picture. By fostering an environment where their voices are heard and valued, you can create a workplace culture that resonates with this generation and fosters loyalty and engagement.
Moreover, impactful employer branding hinges on understanding candidate and employee priorities. Organisations that grasp the motivations of the future workforce will be better positioned to attract and retain top young talent, enabling them to thrive amidst change.
About the author
Ann Ann Low is the Senior Director of Talent Development at LinkedIn, where she leads the creation and execution of innovative talent strategies. She focuses on enhancing leadership, optimizing talent planning, and improving performance management. With a commitment to upskilling and empowering leaders, Ann Ann fosters positive workplace environments and dynamic team cultures. With over 30 years of HR leadership experience in finance and technology, she plays a pivotal role in advancing LinkedIn’s leadership and organizational excellence.
